Microsoft Wants Employees to Talk More, Click Less

Microsoft is retiring its internal employee feedback platform, Perspectives, as part of a broader effort to simplify its performance management process and encourage more continuous workplace conversations.

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The tool, introduced in 2018, enabled employees to request structured feedback from colleagues and share those insights with managers during performance reviews.

The company informed employees about the change through an internal HR communication.

Microsoft said that while feedback remains central to the company’s culture, employees and managers increasingly value timely, ongoing conversations over formal feedback requests made through a dedicated platform.

Company Moves Towards Continuous Feedback

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According to the internal communication, Microsoft has stopped accepting new feedback requests through Perspectives.

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Employees who have already initiated requests will be able to complete them, while those wishing to retain their historical feedback have been advised to download or export their records before the platform is permanently shut down.

The transition is expected to be completed by mid-September 2026.

Microsoft said the decision reflects changing workplace preferences, with employees seeking real-time guidance and coaching rather than waiting for formal review cycles.

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The company believes that regular conversations between managers, peers and employees can make feedback more relevant and actionable.

Perspectives itself replaced Microsoft’s earlier Feedback Tool in 2018, giving employees greater control by allowing them to directly request feedback from colleagues instead of depending solely on managers to initiate the process.

Part of a Wider Performance Review Overhaul

The retirement of Perspectives is one of several changes Microsoft has introduced to its employee evaluation system in recent months.

The company has been redesigning its performance review framework by simplifying performance ratings and placing greater emphasis on clearer performance expectations and accountability.

These changes come as many technology companies rethink traditional annual appraisal systems in favour of continuous performance management.

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Organisations are increasingly adopting approaches that encourage regular coaching, frequent check-ins and ongoing development discussions throughout the year.

Microsoft’s latest move also reflects a wider shift in workplace culture, where feedback is viewed as a continuous process rather than an event linked only to annual reviews.

What It Means for HR

For HR leaders, Microsoft’s decision highlights the evolving nature of performance management.

While digital tools continue to support employee development, organisations are recognising that meaningful feedback often comes through regular conversations, timely coaching and stronger manager-employee relationships.

As workplaces become more agile and collaborative, companies are increasingly focusing on building feedback-rich cultures where employees receive guidance when it is needed most, rather than relying primarily on formal review systems.

Microsoft’s decision to retire Perspectives signals that the company sees continuous dialogue—not standalone feedback tools—as the future of employee performance and development.

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